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Hiring for capability, measured against the work
What changed when we replaced credential screening with structured work samples across the group’s engineering roles.
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We replaced credential-first screening with structured work samples for every engineering role in the group. The samples are drawn from real problems, time-boxed, and scored blind by two reviewers against a published rubric.
Two things changed. The shortlist stopped correlating with where candidates went to university, and offer-acceptance went up — because candidates could see the standard they were being held to before they joined.
